Labor Relations Project and Presentation Essay

Labor relations is a very tenuous part of a business that should be properly reviewed and studied forrader implementing or changing a businesses conduct. apt principals is a medium-sized keep company that is elbow greaseing to minimize cost to continue to serve its tenants with a cost sound service. Unfortunately cost has to be reviewed in all possible shipway and strategies. We will be denying a few of the advantages and disadvantages of leagueizing. A tribute will be given to help guide Happy Trails.A review will withal be conducted of the issues a unification readiness heighten during the organizing effort. The steps that should be covered by the licensed practical nurses will withal be presented. We will then present the grate practice that the licensed practical nurses should deflect. We will then advise the self-supporting living home centering on what we feel they should do. We will cover the arguments and defense the hospital will rise to the wedlocks org anizing issues. Then we will transmit a look at what the company must(prenominal) do if they stand up marriage ceremonyization. We will then see what inequitable fatigue practices need to be avoided by instruction. We will finalize this paper by reviewing what activities Happy Trail focusing should and should non engage in.Advantages & DisadvantagesThe advisement to amount of moneyize, or not, is a multiform stance. There ar advantages and disadvantages on both sides of the decisiveness. With a decision to pairingize, the licensed practical nurses would be protected and guaranteed nets and certain work conditions. On the other hand, Unionizing without delay creates an adverse relationship among members and the employer or sotimes out weighing the benefits. In the event that a group of employees has a community of interests coupled with concerns round their treatment as an employee by an employer for any modestness, the employees maintain the right down the stairs the National Labor Relations Act (NLRA), (Bennett-Alexander & Hartman, 2007).RecommendationIn this case, the tribute for the practical nurses would be to wedlockize. This would protect them from being over (or under) worked, learn that proper wages and entitlements were established, as tumesce as make undisputable Happy Trails was not expecting or giving RN level flush through the lesser qualified LPNs.Steps to UnionizeFor the group of LPNs at Happy Trails, the first step would be to see the local healthc are amalgamation representative mentioned in the overview. This would be a perfect starting resource for information, questions and answers. This is also the step in which the sum should become clear about what issues are important and expected to be addressed by the collective stacking. For the LPNs at Happy Trails, their issues should be concentrated on wages, minimum hours worked, extra time terms, benefits, as well as clearly understanding the scope of their expect ed duties.Secondly, the LPNs would need to decide to collaborate an already established industry junction, or to create a concretion of their own. In either case, a commensurate number of empowerment cards (or petition signatures) must be acquired, and the union must be voted in during a union representation election, or by studying the employer to voluntarily recognize the union. The National Labor Relations Board supervises and the union election, and certifies the results (Bennett-Alexander & Hartman, 2007).The last step is to win a intemperately union contract. The LPNs in this case would need to negotiate wages paying, overtime payment terms, benefits, and minimum expected hours worked. Any union is wholly as valuable as the contract agreed upon. Unfair Labor Practices that should be Avoided by the LPNsGenerally, most unfair labor practices are committed by the union or the employer. The only unfair labor practice the LPNs should avoid is to not try to coerce their fe llow workers to join the union.Should Happy Trails mark Unionization?Although unionisation of groups like nurses is typically non-traditional, over the past 10 years there have been many registered nurses groups that have unionized crossways the country because of the demand for their employment and the shortage of nurses. Because of the need to have every(prenominal) Ameri sens be able to afford healthcare, licensed practical nurses are in demand much because of their lower wages. Happy Trails should not make up unionization.There are many other healthcare facilities in the knowledge domain who are works with unions Happy Trails would benefit by negotiating with a union also. Because of the unhappy nurses at Happy Trails, trying to block unionization would probably be the worse step for the organization take. Employees may feel that focal points trying to manipulate them and this apprize decrease employee morale. The nurses may go to any of the other facilities to seek wo rk and representation by the union for better working conditions. If Happy Trails loses more(prenominal) nurses, it may be hard to recruit new workers.Steps to Resist UnionizationTactics and strategies must be implemented in order to resist unionization. One scheme that has been used in the past is to hire consulting firms, also known as union busters (Bennett-Alexander & Hartmann, 2007). These firms use methods that discourage employees from voting to have union representation. This dodge is a costly one and should only be used if sanctioned steps are not working. One important step to avoiding unionization is through employee relations (Thomas & Associates, 2009). Employee relations programs have the employees best interest in mind. An effective program will help employee/employer communication, which washbowl help disrupt any issues or dissatisfaction.If step one does not stop union organizing, the next step is to prevent the union from gaining employee support. Throughout t his step the company should inform the LPNs of the cons of signing a union authorization card. If the employees are informed and feel valuable to the company they will be less likely to sign a union card. Information can be provided through meetings, earn, and bulletin boards. If an election campaign begins because 30 part of employees signed cards, the next step is to resolve any employee issues and to legally allure employees that their best interests are served by rejecting the union. Happy Trails would need to build a strong campaign and reinforce the value of the existing benefits and the excellent working conditions.Arguments against Unionization by Happy TrailsArguments Happy Trails can use against unionization include the observeing Funding the workers allowance if a union exists Relationships between employee and employer may be stakeed with a union Union dues paid by employees is interpreted from their paycheck The union cannot guarantee anything What unfair labor practices need to be avoided by management? a) instruction should not try to control or throw in with union affairs. They should not try to stun their estimationite/certain candidate to be elected to the union office. b) way should not discriminate against employees who join or is in favor of brining in a union. They should not discriminate against employees who exercise their rights under the law (e.g., terminating, demoting, or giving poor working schedules to such employees). (Bennett-Alexander & Hartman, 2007, pg 666)c) Management should not interfere, threaten or restrain their employees from exercising their rights under the labor law legislation, for example, they should not severalize employees that they are not allowed to have unions or they will be punish or reversed if they do bring a union). d) Management should not refuse to bargain with the union. And they should not refuse to bargain in good faith. Happy Trails management team may engage in any number of activ ities during the unionization. Which of the following would you advise? Explain wherefore or why not? Activities during UnionizationPromote LPNs, offer bonuses, and place some into leadership and management roles. Unionization can be a ache process but is quite beneficial for the LPNs. Unions are typically formed because employees are unhappy with their pay, working conditions, or poor benefits. For that reason the activity management should engage in is to actively promote LPNs, offer bonuses, and place some into leadership and management roles. This is the best tactic to use and could benefit Happy Trails as well as the LPNs. However, the company has to make sure the tactics do not interfere with the employees efforts to unionize. Raises and opportunities must be given to everyone, not just union supporters other the National Labor Relations Act (NLRA) could view the act as illegal and as unfair labor practices. As long as the employer bargains in good faith no law has been br oken.Tell employees salary increases must cease to finance the collective bargain agreement.This option is not viable therefore I do not root on it. Utilizing jade tactics and threatening to cease salary increases will do more harm than good. Strikes could occur, which would have a negative impact on the company. The LPNs shouldnt feel like they are being punished for going with the union.Explain current employee benefits to the LPNs, comparing them to union promises.though this option is informative it is timely. There are cons to being in a union such as dues and possible strikes. Providing information to employees could sway their decision especially if they are not familiar with the union practices. However, overall the union has benefited employees, which is why this method could be more wasteful than effective. Most union members have better benefits and pay than non-union members. The LPNs are awake(predicate) of the superior wages and benefits other LPNs in the areas hav e received therefore there is not much to con through with(p).Threaten to completion facility due to union campaignBeing that Happy Trails is a health care facility, closing the facility would not be practical. It would also be considered discrimination against employees if they closed the facility down due to the union campaign. The NLRA does not allow discrimination against employees for participating in union activities. By staying open, they have the upper hand and it would give them more opportunity to explain the disadvantages of a union to their employees.Assist in circulation of antiunion petitions.During a unionizing campaign an employer cannot service in antiunion petitions. Assisting in this activity could be considered interference by the employer. take part in these activities is illegal and viewed as unfair labor practices.Counter union overstate claims on flyers.We recommend the management not to send the flyers with exaggerated counter offers to union claims. Th e management is not supposed to promise wage increases or other benefits if employees dont join the union. (Bennett-Alexander & Hartman, 2007, pg 673) And they are not supposed to e-mail, post or circulate any intimidating letters or leaflets (flyers). The management can however give pay raises or benefits, but they have to give them all across the boards, not only to the union supporters.However, this tactic is limited if the management decides to do this after the union has applied for the certificate or has given notice to the management to bargain its first agreement. Tell employees they do not need to talk to union organizers, that they may vote against the union, and that the independent living home does not get the union. We recommend the management to talk with the employees, and tell them that they have the option to join the union, but its not mandatory for them to join. They can also tell the employees that the independent living home does not welcome the union, but if t he employees vote for the union, the management will follow the good faith bargaining agreement. soak employees to request the return of their authorization cards. We would recommend the management not to ask employees to return the authorization cards (badges) that mean you are letting them go. Employers can not threaten to fire, lay-off or terminate employees for supporting or connexion a union. Tell employees they may be replaced if they vote for the union. We would recommend the management not to tell employees that they will be replaced if they vote for the union. That would mean the management is threatening the employees. Management cant threaten to fire, lay-off or terminate employees for supporting or joining a union. Appeal to the employees to defeat the union.We would recommend the management to talk with the employees and tell them not to vote in favor of the union. The independent living home will do everything possible to raise the wages and benefits as much as possib le if the union is defeated. The management has to be careful not to negatively influence the employees against the union. The management can also tell the employees, that if the union is organized, we will treat the collective bargaining process with full faith and not follow any unfair labor practices. The management also can state that we will follow exactly what the law requires. Statistics for union members in United States and California (Statistics, 2013) pic stopping pointWhen making huge changes that change an employees, benefits, pay, rights, and responsibilities it is very important and should be done very carefully. A company must remember how important these changes are to people and what issues could be created if the employees feel they are not being taken into consideration. When an employee feels violated they can go to extreme measure like beseeming part of a union.A union can become a huge burden for a company and cost employees money. Many of the reasons why emp loyees look at unions can usually be avoided and handled in house. Employees should also remember that a union cost money and they should search for a union that is worth their money. Unfortunately sometimes employees end up loosing more than winning when they become part of a union. If the people in the union are not doing their job and looking out for all employees then they might just be spending their money and not get what they deserve.ReferencesBennett-Alexander, D. D., & Hartman, L. P. (2007). Employment law for business (5th ed.). Boston, MA McGraw-Hill. Ch. 14-Labor Law. Pg. 666 & 673. Labor Union Statistics. Retrieved on February 17, 2013. http//www.bls.gov/ro9/unionca.htm Thomas & Associates (2009). Avoiding Unions. Retrieved February 18, 2013 from http//www.employersattorneys.com/employment-law/California-employer-how-to-